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Evaluation of the National Development Agency’s training on improving governance of non-profit organisations.

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Numerous research studies on training effectiveness have been conducted, but seldom found in NPO settings within the South African context. In an effort to evaluate the effectiveness of NDA training on improving the governance of NPOs, a training programme for NDA trained NPOs in Gauteng was studied. The focus of the study was to examine the learning, transfer, and reasons for continuous non-compliant and poor governance practices of NPOs in South Africa. The study adopted a mixed-method research approach with the rationale of using qualitative findings to confirm the quantitative findings. The research was conducted three years of post-training. The tested hypotheses amongst 200 respondents translated into a response rate of 79% for the questionnaire and 8 respondents from the interviews. The Statistical Package of the Social Sciences (SPSS) and Structural equation model (AMOS) was used for quantitative data, whereas NVIVO was used for qualitative data analysis. Data analysis results revealed some degree of learning and training transfer and several reasons for low and high transfer of training. The transferability of training back in the workplace was found to be at very low rates amongst the trainees. In practice, the findings of this research have practical implications for the training institutions when designing the training interventions. To assure learning and the maximum transfer several considerations must be made before and during the training programme. First, to make a good training design that accommodates the different training needs at different levels, thorough training needs assessment at the individual participant level seems important to ensure the success of training transfer as well as the quality of training. Second, the training needs of the participant’s level varies from individual to individual, so the more a training satisfies the individual participant level training needs, the better the chances of the existence for learning and training transfer. The use of diverse instructional methods is considered an important strategy for training design that leads to successful training transfer. Third, providing learning experiences in different ways, the trainees can master the training content conceptually and practically. Lastly, the training facilitator also plays a critical role in guiding the trainee’ learning and application of the learning back to the jobs. Several research implications surfaced from this study. The study contributes to the literature on how trainee’s behavioural change can affect training effectiveness regardless of how the training is designed.


Doctoral Degree. University of KwaZulu-Natal, Durban.